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조직문화 유형과 조직문화 강도가 회계오류 유무에 따라 조직성과에 미치는 영향
박주승(Park Joo-seoung),황대식(Hwang Dae-Shik) 한국국제회계학회 2006 국제회계연구 Vol.0 No.14
본 연구는 기업의 조직문화 유형과 회계오류의 관계를 살펴본다. 이를 위하여 본 연구는 한국의 상장기업 180개롤 대상으로 실증 분석을 한다. 연구결과, 조직문화 유형은 조직성과에 긍정적인 영항을 미치며, 조직문화 강도는 조직성과에 유의한 영향을 미치는 것으로 나타났다. 그러나 조직문화 유혈들이 조직성과에 미치는 영향이 기업에 회계오류가 있고 없음에 따라 차이가 없는 것으로 나타났으며, 회계오류는 조직 문화강도에 영항을 미치지 않는 것으로 밝혀졌다. 끝으로 본 연구의 이론적, 실무적 시사점을 제시한다. In order to survive and grow in the revolutionary environment of 21 st century, enterprises should recognize and adapt new paradigm called as efficiency supremacy and the globalzation of infinite competition. Information-oriented society, competitive environment of globalized enterprise, stake-holders’ direct and active interesting, and the interference of national and international society, e.g. request to make the clearness of enterprise. The cases of un-succeed enterprise included the evidences of failure in business management system like uncleared and unethical management philosophy. This study verifies the influence on the relationship between the types of organizational cultures and organizational performance and focus on the business environment of Korea. First, this study shows that the types of organizational culture are positively related to organizational performance. Specifically, the types of organizational culture are positively related to job satisfaction. Job satisfaction is the one of organizational performance. Second, this study shows that the existence of accounting error is affected to the relationship adhocracy culture and organizational performance, the relationship between clan culture and organizational performance has the same condition in the existence of accounting error. Third, this study verifies that the existence of accounting error is not related to the relationship between organizational strength and job satisfaction. Forth, this study shows that organizational strength is positively affected to job satisfaction and not affected to financial performance of enterprise. Fifth, this study verifies that adhocracy culture, clan culture, and company size have the stronger relationship to job satisfaction. For the successful growth and maintain of the company, this research results indicate that Korea companies need to develop adhocracy and clan culture in the organizational culture. Adhocracy and clan culture in the organizational culture helps to make the clear organization in the competitive environment of globalized enterprise and information-oriented society.
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